Posts Tagged “central coast”


Central Coast residents are encouraged to have their say on projected rises in Opal fares, to take effect mid year.

The Independent Pricing and Regulatory Tribunal (IPART) is seeking community views about future Opal fares for the Central Coast and other locations.

IPART is looking at how to best set maximum annual fares to apply from July 2020, with the latest proposal for a maximum annual increase of 5% (about 30 cents) for single trips across all train, bus, light rail, metro and ferry services.

The proposed rise in single trip fares is intended to provide the government with more options to provide discounts to more regular transport users and off-peak fares to bus and light rail services without impacting the sustainability of transport services.

Fare revenue accounts for around a quarter of the cost of providing public transport.

The remainder is funded by taxpayers, the equivalent to $4,900 per household in 2018-19.



Tourism expenditure in the Central Coast region has topped $1 billion for the first time ever, a 22% increase on the previous year.

The unprecedented figure was generated through 672,000 extra day trip and overnight visitors, 666,000 additional visitor nights and $185,000 in additional visitor spending.

The latest National Visitor Survey results report that the number of Australian overnight visitors to the Central Coast grew by 15% to 1.618 million visitors for the year ending March 2019, outpacing 6% growth to regional NSW broadly, and outperforming competitor destinations the South Coast, North Coast and Hunter. Similarly, strong growth was seen in the number of day-trip visitors (4.09 million, +12.7%).

Although off a lower base, international visitor nights grew by 34.7% to 974,000, or an average of 14 nights for each of the 69,000 international overnight visitors.

This followed good growth in the Central Coast’s tourism visitation metrics in the year ending December 2018, when a total of 5.3 million day and overnight visitors came to the region, 259,000 more (5.1%) than December 2017.

Since July 17, Tourism Central Coast has set about improving perceptions, intention to travel and tourism spend to the Central Coast among the region’s largest and most accessible market, Sydney.

The Have a Little Adventure campaign ran from 24 June 2018 and finished 10 October 2018. This has been sustained by our “always-on” social and native campaign which started in December 2018.

The proximity of the key Sydney market to the Central Coast makes it much more responsive to marketing messages. Sustained campaign activity from June to March dovetails with the period of growth. This, along with post-campaign research showing increased desirability and intent to travel to the region show that our destination marketing is working to achieve increased visitation and tourism expenditure.

We’ve also worked hard to galvanise and engage the region’s tourism business community with the need to work together to revive tourism growth. That has been demonstrated by over $250,000 in cooperative campaign investment and more and more businesses engaging with us at our monthly industry networking events.





A $1-million shared pathway at Norah Head, and a $1.5-million cultural hub at Wyong are among six Central Coast community projects to win state government funding.

Parliamentary Secretary for the Central Coast, Scot MacDonald, said $5 million had been granted to Central Coast Council in the second round of the Stronger Country Communities Fund.

The six community projects to win funding on the Central Coast are.-

a shared pathway, Norah Head ($995,700);
outdoor water park at Peninsula Leisure Centre, Woy Woy ($850,000);
establishment of the Wyong Cultural Hub, Wyong ($1,500,000);
construction of a clubhouse at Don Small Oval, Tacoma ($259,000);
a shared pathway, Tuggerawong ($542,269); and
amenities upgrade of Adelaide Street Oval, Tumbi Umbi ($908,616).

Mr MacDonald said he was pleased to see a wide range of recreation activities supported across the Central Coast.

“The establishment of the Wyong Cultural Hub will provide a centralised and accessible space for the Central Coast’s creative sector to flourish,” Mr MacDonald said.

“The funding for two separate footpath and cycleways on Bungary Road in Norah Head and along the Tuggerawong foreshore will support pedestrian safety and encourage greater cycling uptake by the local residents.”

In Thursday’s paper: Community gathers to express concern over Bath Street development

Mayor Jane Smith welcomed the investment in the arts, sporting and recreational opportunities.

“Our community’s vision is for a smart, green and liveable region with a shared sense of belonging and responsibility,” Cr Smith said.

“Working closely with the state government to deliver high-quality infrastructure and opportunities for our growing community is a way we are delivering on that promise.

“We are pleased the State Government have come to the table and delivered such significant funding for major projects that will help create a vibrant and sustainable Central Coast.

“Council has a limited budget, that is why securing funding opportunities is a priority for us and will continue to be.”

Deputy Premier and Minister for Regional NSW John Barilaro said the roll out of the second round of projects takes Stronger Country Communities funding to $300 million.

“I congratulate Central Coast Council and look forward to the local sports and community facility improvements that will make the region an even more attractive place to work and raise a family,” Mr Barilaro said.



THE Central Coast property market continues to speed ahead, as new data reveals it is the only Sydney region forecast for positive growth.

According to Moodys Analytics, based on CoreLogic’s Hedonic Home Value Index, the Central Coast is the only area poised to see growth in the residential property market for both 2018 and 2019.

The data also predicts a divergent national market, with declines in the biggest markets of Melbourne and Sydney.

The Coast is categorised in the survey as a region of Greater Sydney, and it’s the only area to avoid a dismal drop in home value forecasts.

The report indicates that by 2019 Central Coast houses will experience an increase in value of 8.5 per cent, with apartments forecast to do even better at 12.4 per cent.

Millionaire developer Tony Denny, who has spearheaded six Central Coast apartment developments over the past couple of years, said he believed there was still a shortage of quality apartments and houses on the Coast.

He is so invested in the area that he has spent almost half a billion dollars building up his portfolio — and he doesn’t see it ending soon.

“I do believe there will be continued growth on the Central Coast because of those factors,” he said.

“But the Central Coast has never really had big highs and lows – it’s been consistent and just appreciates gradually, which is a nice conservative way to experience capital growth.



LAKE Haven Centre will match dollar-for-dollar the money raised by shoppers for an initiative to help alleviate youth unemployment and disengagement in the northern section of the Central Coast.

Lake Haven Centre and Beacon Foundation have launched the Light the Way initiative.

Beacon Foundation is a national not-for-profit organisation which motivates young people for a successful post-secondary school career.

It equips students with the skills and confidence required to make the transition from school to work and reduce the rate of youth unemployment.

Light the Way will involve a $1-per-ticket raffle for a Hisense 50-inch ultra high-definition ULED smart TV from JB Hi-Fi; and a money spinner in which shoppers (and children) will be invited to drop a coin in and pick up a balloon.

Both activities will be available at the customer service desk at the shopping centre.

Lake Haven Centre manager Mike Cochrane urged locals to support the initiative.

“Light the Way is an opportunity for our community to come together and support the work of Beacon Foundation,” Mr Cochrance said.

“We are proud to work with Beacon to engage young people in the northern Central Coast to achieve careers success and help alleviate issues of unemployment.

“Lake Haven and Vicinity Centres will match every dollar raised during our Light the Way campaign, which will ensure the Beacon programs continue to provide support for young people in our community.”

The raffle tickets and money spinner will be available from 9am on Friday, May 25, to 4pm, on Saturday, May 26.




FOR the first time, the Central Coast will be marketed to the world as a complete region.

From Wyee to Woy Woy and beyond, the Coast will not be picked apart into places­ of interest and major attractions. It will be recognised and marketed as a whole with plenty to offer local, interstate, national and international visitors.

NSW Premier Gladys Berejiklian­ visited the region last week and said she was taken aback when briefed on the number of international visitors the Central Coast attracted.

“In the last year, the Central Coast managed to host 900,000 international visitors,” she said at the Central Coast Chamber of Commerce’s economic breakfast.

“That represents a 50 per cent increase in the last three years alone.”

This comes as Central Coast Council’s tourism, marketing and industry services agency AFFINITY briefed 100 Coast tourist operators­ on its findings from an industry survey and provided a marketing update.

The Sydney advertising firm was awarded a $1.6 million contract in July to market­ the Central Coast to the world.

At the briefing, AFFINITY’s chief executive officer Luke Brown detailed a current Facebook campaign, which included 21 local businesses, designed to promote­ the Coast and test the Sydney market to find the most appealing branding messages.

The company is testing “brand positioning territories”, including “Adventure, Nature, Escape and Discover”.

“Adventure” will look at the Coast’s active pursuits, such as Glenworth Valley and the Australian Reptile Park, while “Nature” will highlight the stunning landscape.

“Escape” encourages people to pursue a relaxed, slower pace of life, and “Discover” delves into new and enriching experiences.

AFFINITY conducted an industry survey and gathered data from 500 local businesses in the dining/entertainment, activity, retail­, accommodation, government and transport sectors. It showed 48 per cent of the industry associated the Coast with the beach, while 26 per cent were unsure as to what made the Coast unique.

The largest barrier for visitation was the Coast’s facilities at 49 per cent. The survey revealed the need for new and different marketing, in particular digital marketing of the Coast.

Crowne Plaza Terrigal sales and marketing director Emma Perham attended the briefing and said she was really happy the council was making tourism a priority.

“We are really excited and very supportive of the direction Central Coast Council is looking to take tourism and the focus being placed on it,” she said.

Tourism on the Central Coast employs over 12,500 people and generates over $900 million a year for the regional economy.



Time is running out to plant ideas with Central Coast Council for the 2018 Harvest Festival Central Coast.

Council is encouraging as many local producers as possible to be part of the popular event following a fruitful first year festival earlier this year.

Council Group Leader, Ms Julie Vaughan, said the inaugural Festival saw more than 10,000 people visit 23 events and activities over two days in June.

“This was a great way to launch the Festival, and we want to see it grow again next year,” Ms Vaughan said.

“We would love to have more farm gate sales and tours added to the 2018 program.

“Feedback we received shows visitors want to have a look beyond the gate and see how our local farms work – how it’s grown, produced and harvested, from the farm to the plate.

“We understand some produce won’t be in season in June, and that’s ok. It’s about telling the story of your farm and the hard work involved – how long it takes to grow an avocado, why we have horse farms or information on living sustainably.

“We have some great farms in our mountains and valleys – citrus, pecans, beef, macadamia, avocadoes, native foods, horses and much more, so let’s work together to tell your story to the Coast and beyond.”

Events will be held across six hubs at Peats Ridge, Calga, Somersby, Mangrove Mountain, Kulnura and Yarramalong. The program is designed to encourage festival-goers to follow an event trail supporting visitation at multiple hubs.

The Festival highlights the hidden gems of the valleys and mountains while celebrating the fantastic local produce and the producers on the Central Coast, showcasing their diversity through a range of events and activities.

“There are also a number of other producers on the Coast who have farms outside of our festival site. We have plenty of opportunities for all producers to get involved and showcase your produce – whether its oysters, fruit or wine,” Ms Vaughan added.

“Get in quickly with your ideas. Talk to us today about how you can help grow the Harvest Festival.

“Come along to our information night which will be held on Monday 11 September, 6pm at Mangrove Mountain Memorial Club to find out more information on how you can be involved.”

Expressions of Interest (EOI) close on Friday 22 September to participate in the 2018 Festival – which could be as simple as farm gate sales, markets, dining experiences, music events, art installations or community events.



The state government has awarded a $34,396 grant to Central Coast Local Health District to connect Aboriginal cancer patients with healthcare services.

Parliamentary Secretary for the Central Coast, Scot MacDonald, said the NSW Health grant would boost Aboriginal healthcare workers’ skills to support communication between healthcare providers and patients.

“Healthcare workers in the District’s Aboriginal Health Services will have a better understanding the unique needs of cancer patients, and the services they can access,” Mr MacDonald said.

“Aboriginal people on the Central Coast will be the beneficiaries of this grant.”

The latest round of funding under the Innovations in Cancer Control Grant Program delivers more than $3.4 million to metropolitan and regional local health districts, primary health networks and non-government organisations.

This includes $300,000 for statewide projects to increase Lesbian, Bisexual and Queer Women’s (LBQW) participation in breast screening and to help primary schools implement the SunSmart policy.

NSW Health awards these grants through the Cancer Institute NSW for projects targeting groups at higher risk of poor health outcomes, such as refugees, multicultural and Aboriginal communities, LGBTIQ people and people living in regional NSW.

Health Minister Brad Hazzard said the funding recognised the innovation and good ideas that come “when all our sectors work together to get better health outcomes for people”.



WASHING clothes might be a first world problem we all suffer through, but for homeless people it is a luxury they often can’t afford.

Charity organisation Orange Sky has launched the Central Coast’s first, and its 14th, clothes washing and drying van.

It will provide free washing and drying for people doing it tough as well as a platform for conversations in Long Jetty, Gosford, Wyong, Umina Beach and Woy Woy.

The new laundry van has been named ‘Tumbles’ and was fully funded by the Elderslee Foundation.

Orange Sky co-founders, Nic Marchesi and Lucas Patchett of Brisbane, were named Young Australians of the Year in 2016 for their work in establishing the organisation­.

“We want to reach every one of the 28,000 Australians who are homeless in NSW and this means extending our service to regional areas of the State,’’ Mr Marchesi said. “We had an idea to put two washers and two dryers in the back of a van.

“We realised that laundry takes time and, in that time, there’s nothing to do but sit down and have a chat.”

Mr Marchesi said he and Mr Patchett had been naive about how big the homeless problem actually was.

“More than 105,000 Australians will be homeless tonight, which means one in 200 people are living rough and with 2000 people living rough on the Coast, we hope we can get to all of them.”

Orange Sky has 850 volunteers across Australia who wash and dry 7.8 tonnes of free laundry every week.

The first recipient of some clean clothes on the Coast was 42-year-old Gerard Mills, who has been homeless for eight months.

 “It makes you feel like someone cares about you,” Mr Mills said.

“You can have a bit of pride in having clean clothes and feeling a little bit better about yourself. It saves you some money, this service is really invaluable.”



The founders of two established local start-ups were the guest speakers at the launch of the Central Coast’s digital innovation industry group on May 2.
Women on Boards co-founder and Managing Director, Ms Claire Braund, and Central Telecoms co-founder, Mr Graeme Johnston, were to be interviewed by local innovation champion, Mr David Abrahams, to formally launch Central Coast Start IT.
Mr Edgar Adams, publisher of the Central Coast Business Review, gave a history of some of the innovative start-up businesses birthed on the Central Coast.
Around 80 people from a broad group of interests and industries attended the launch at the Central Coast Leagues Club.
Mr Abrahams said Gosford was perfectly placed to be the innovation capital of the nation.
“Gosford is the perfect place for innovation,” he said.
“Gosford is an affordable place for disruptive idea makers to live,” Mr Abrahams said, “and many innovators can enjoy the full force of fibre to premise NBN, which is an incredible advantage that Gosford has,” he said.



MATTHEW Hurley’s passion for his job is infectious.

 “I get to wake up every morning and go to a job that I love,” the 22-year-old carpenter says. “I’m happy every day because I’m doing what I want to do in life.”

Mr Hurley was on Friday afternoon named TAFE Hunter and Central Coast’s student of the year – a win that is made even more satisfying when coupled with a WorldSkills Australia scholarship that will see the student jet off to the UK to refine his carpentry prowess.

At a time when Australia is grappling with a skills shortage, Mr Hurley didn’t want a desk job in architecture because “I wanted that hands on experience, that’s what I enjoy”.

“And long-term I’d love to be able to do exactly that – design and build my own houses,” he said, adding that his particular interest was in sustainable and passive building design.

Coal Point apprentice electrician Jake Barry was also named apprentice of the year, while Denman’s Victoria Wicks won trainee of the year as she completes her equine traineeship.



IN 1967 seatbelts were an aftermarket accessory, there were about 450,000 cars sold in Australia and the average family sedan cost about $2000.

This year an estimated 1.15 million new and used cars will exchange hands with an average small car going for about $25,000 but featuring more mod-cons — such as reversing cameras, keyless entry and rain sensing wipers — than anyone ever dreamt of back in the swinging ’60s.

So much has changed in the automotive industry in five decades with autonomous cars, which drive themselves, looming as the next big thing.

But the one constant on the Central Coast has been “the big local” with Brian Hilton Motor Group celebrating its 50th anniversary last week.

Starting out as a second-hand car yard, the family business became a Peugeot and Renault­ dealership before becoming predominantly a Toyota dealer in 1972.

It moved just up the road to its current sprawling North Gosford location in 1985.

“At the time it was one of the biggest facilities in the country,” dealership principal Joshua Hilton said.

“It was quite ahead of its time. It’s allowed us to grow into it.”

Starting with just a few employees, Brian Hilton Motor Group now has more than 300 staff across nine dealerships including six on the Coast and others at Taree, Forster and Mascot.

Mr Hilton said he was very proud of his father’s foresight to get into the automotive industry and the family business had managed to “remain together and remain strong” during the economic ups and downs over the years.

“I know there’s quite a few old Toyotas — and Peugeots and Renaults for that matter — still running around with Brian Hilton stickers,” he said.

Mr Hilton said it was not just cars that had changed dramatically since his dad began selling second-hand motors but the dealership model was also vastly different with the whole servicing and vehicle financing side of the business.

While a new car cost about $2000 in the late 1960s Mr Hilton said engineering advances meant cars were better featured, safer and more reliable than ever. And because they were galvanised and spray-painted robotically “they don’t rust like they used to”.

“As a cost of living, the affordability­ of a car has come down,” he said.

“New cars have never been more affordable.”


2017 Toyota Corolla

Price: $21,240 — $31,920

Engine: 1800cc variable cam timing fuel injection

Power: 103kW

Length: 4620mm

Width: 1776mm

Height: 1460mm

Wheelbase: 2700mm

Safety features: Seven airbags, ABS brakes, traction control, stability control, reversing camera and sensors

1967 Toyota Corolla

Price: $1849

Engine: 1100cc carburettor

Power: 44kW

Length: 3848mm

Width: 1491mm

Height: 1379mm

Wheelbase: 2286mm

Safety features: none



DO YOU want lush green lawn under your feet but just can’t be bothered watering and mowing your grass?

Then a local inventor might just have the remedy heading into summer.

Yashin Radhakrishnan, of Bensville, is an industrial designer by day, but moonlights as the owner of KUSA Flip Flops — a company that makes thongs covered in artificial grass.

The design screams Australian summer, and only deviates from real thing in that it doesn’t pierce your foot with bindiis.

“We were doing a project at work that was using AstroTurf and someone said, ‘We should carpet the whole office in this — it’d be awesome’,” Mr Radhakrishnan said.

“That idea led me to buy a pair of cheap thongs and glued some AstroTurf over the top.

“I was walking around at work and on public transport with them and people would stare at me and start talking to me — it was a real conversation starter.”

KUSA Flip Flops offer multiple designs and sizes, and could make a quirky gift heading into the Christmas season.

“We market to anyone who wants to stand out and be a bit different, but being comfortable as well,” he said.

“It’s about being where you’d rather be. You could leave a pair in the office and it’s like you’re walking around at home on your front lawn. It’s a great way to get out of your box.”

Mr Radhakrishnan sells his product internationally over the internet and has so far sold 40,000 pairs of thongs to customers as far away as the United Arab Emirates and Kazakhstan.


But he realises that the grass is greener on the Coast and hopes to find a local stockist for the thongs, which retail for $39.95.

“I always saw the market as being here — I never thought I’d sell them overseas,” he said.

“It’s designed for Aussies because we wear thongs all the time, so why not wear ones that are comfy like being out in nature.

“It’s taken off all over the world but it’d be great to see it get more local exposure.”


Central Coast businesses, sporting groups and community organisations are rushing to support a new digital promotional campaign for the Central Coast called This is the life.

So far over 70 organisations have registered their interest in becoming a partner and helping to tell the Central Coast story.

The Central Coast Express Advocate was one of the first to become a Gold Partner to the This is the lifecampaign.

“There is no doubt that the Central Coast is God’s Own Country,” editor Mark Nolan said.

“Just the other day I was home after work, walking with my daughter on Umina Beach, watching the sun set over the blue water and enjoying the cool sea breeze, thinking ahh, this is the life.”

We think it’s important to get behind this great initiative and will be sharing positive This is the lifestories about the Central Coast in the paper and online.

“It’s time all of us Coasties told our friends and family just how great life is in this spectacular region.”

Council’s Administrator Ian Reynolds thanked all those organisations who have already signed up to support the campaign.

“Now is the perfect time to promote positive perceptions about the Coast and make a strong stand as a region,” Mr Reynolds said.

“By all coming together, businesses, sporting groups, community, the arts, the education sector we can help drive positive perceptions of the Central Coast and make it the very best it can be,” Mr Reynolds added.

“Since working and living on the Coast I have been amazed by what is on offer here and it’s time we let other people in on these secrets.”



Central Coast Council is urging the community to have a direct say on how to spend $9 million allocated under the NSW State Government’s Stronger Communities Fund for local community infrastructure projects.

The Stronger Communities Fund was a key funding commitment by the NSW State Government to merging Councils.  The Fund is designed to fast track the delivery of priority infrastructure and services for local communities such as upgraded community facilities, improved roads and car parks or new sporting or learning facilities.

Council’s Administrator, Mr Ian Reynolds, said this funding has been provided due to the amalgamation and Council wants the community to have a direct say in where the money should be spent.

“This is a real win for the entire Central Coast community,” Mr Reynolds said.

“These funds are additional to Council’s existing operational budget – so it means we can get on with some projects that we know the community want.

Council have identified 30 new projects that could be considered under the Fund. The community will be asked to cast their vote for which projects they want to see get the green light.

The projects fall into three main categories – roads and transport, community services and sport and recreation.

“The value of the proposed package of projects comes to over $39 million, so we are interested in the community’s views,” said Mr Reynolds.

“These projects have already been identified as a priority by the community and are spread right across the Coast so the long term social and economic benefits are huge.”

“This is a real and unique opportunity for residents of the Coast to have a direct say in which projects get the green light in their local area.

“Your vote is important and I urge everyone to be a part of the process.”

Council will be running information stalls across the Central Coast where staff will be available to talk to the community about the projects and answer any questions.



The Central Coast 2036 Regional Plan clearly identifies Gosford as the capital of the region. “This thriving centre is a smart hub for health and education,” the plan said. 

The plan described what Gosford will be like in 2036: “The renewal of the city centre has attracted new residents, jobs, business and investment.” The plan sets out actions that will result in the growth of Gosford as the region’s capital including: “Coordinating government initiatives to attract business, residential development and complementary growth… will have fl ow-on benefi ts in helping to revitalise Gosford City Centre as a vibrant capital of the region.”

“The NSW Government will work with Council to promote commercial development through public investment and the relocation of public sector employment to the city centre,” remains a key platform in the government’s thinking about the city’s future. It points out that additional residential development will “help to build a livelier, more attractive and safer city centre. “The expansion of cultural and night time activities will support the tourism role of the city centre and complement tourism opportunities elsewhere in the region,” the plan said.

“Precinct planning will identify opportunities to grow and support the revitalisation of the city centre. “The focus will be on improving amenity, integrating transport, encouraging higher density housing within walking distance of the city centre and delivering community infrastructure.” According to the plan, the redevelopment of Gosford Hospital, including the addition of a Central Coast Medical School and Health and Medical Research Institute, will drive further investment in allied health and research. It also acknowledged the need to integrate planning for transport and car parking so that residents and workers can access the city centre.

The actions listed to grow Gosford as the region’s capital include focusing on professional, civic and health services for the region’s population, which suggests the city’s centre is expected to be the local government’s headquarters and main professional hub. The NSW Government’s fi nal regional plan commits to undertaking and integrating precinct planning “for the waterfront, arts and entertainment, city core, railway and hospital precincts to grow jobs and coordinate the delivery of improved transport infrastructure”.

Another action listed is to: “Attract and facilitate greater commercial development in Gosford City Centre by improving the public domain and providing opportunities for development through local planning controls”. Gosford City Centre will also be promoted as an attractive place to live, work and play through local planning controls that “support vibrant and safe cultural, entertainment and visitor activities”. Opportunities will be sought to better connect the east and west sides of the Gosford Railway Station, the plan said. The plan also promises to “ensure the development in Gosford City Centre responds to its natural setting and complements the public domain”.

Access to the city centre from the West and the North will also be improved under the plan. “The economy is strong and diversifi ed and is supported by effi cient freight and passenger connections to adjoining regions. “Proximity to Greater Sydney and Newcastle, bolstered by investment in transport infrastructure, has made it possible for residents to access a wider variety of jobs and services both within and beyond the region. “Tourism and recreation have become mainstays of the economy,” the plan said. The Regional Plan’s vision for the Central Coast is for settlement to be concentrated around existing urban and employment areas in the south and existing rural villages. It said “the scenic values and distinctive character of communities” would continue to underpin the social and cultural identity of the region.”

Communities will be better connected by an integrated transport system that prioritises cycling, walking and public transport. There will be enough housing to satisfy demand around Gosford City Centre, in growth corridors and local centres across the region. Greater housing supply will make housing more affordable. “The region’s renowned natural environment provides attractive settings for a range of lifestyles and is a drawcard for visitors beyond the region,” the plan said. Protecting the region’s coastal areas, water resources and biodiversity will assure the lifestyles, economic prosperity and environmental health of the region, the plan said.

To achieve the vision, the NSW Government set four goals for the region: a prosperous Central Coast with more jobs close to home; protect the natural environment and manage the use of agricultural and resource lands; wellconnected communities and attractive lifestyles; and, a variety of housing choice to suit needs and lifestyles. The plan puts contentious local issues such as land use west of the M1 motorway back on the agenda. For example, one “key action” in the plan is to: “Address land use needs west of the M1 Pacifi c Motorway to provide integrated and adaptable planning outcomes for natural assets, productive lands and rural lifestyles”. The NSW Government has released an implementation plan for 2016-18.

“A government direction will be issued to the Council so that when it prepares new planning proposals or updates local planning controls, they are consistent with the vision and guiding principles of this plan,” it said. An annual report will be prepared that presents indicators for housing, employment, communities and the environment, as well as advice to the government on the delivery of short-term actions, and the plan will be reviewed and adjusted every five years. According to the plan, the key to the future prosperity of the Central Coast “lies in leveraging the region’s many competitive advantages.

“They include a single Council, a strong labour force, a growing population, cost-effective housing and employment land, access to major markets, viable business locations, good transport infrastructure, an enviable natural environment and a community that cares about its future.” However, according to the plan, “At present there is a disconnect from these advantages. “Many people leave the region for work. “There is also a separation between infrastructure and growth, and the land use planning and policy decisions that will sustain the environment and resources for the future.”

The plan is intended to empower the Central Coast Council to work with the NSW Government to: foster economic development in strategic corridors and transport gateways; improve the network of vibrant centres that are accessible to residents; accelerate housing supply and increase housing choice within a well-planned and compact settlement pattern; and, secure environmental corridors to protect water resources, coastal areas and biodiversity.



We’re hopeful of backing the winning team when the Mariners take on the Brisbane Roar this weekend.  And we hope you score a winner too, as you connect to a great, local, job opportunity with the Jobs On The Coast Weekly Update, right here!


THE Central Coast Council has started an Instagram page to market the region with locals encouraged to hashtag their own photos to share the Coast love.

The campaign, aptly called This is the Life, will showcase the Coast’s emerging cultural scene by featuring “real” local residents sharing what they love about the region.

Their stories, photos and videos will be shared through Instagram — @thisisthecentralcoast — and on a dedicated website

The Coast community will be encouraged to get involved by using the hashtag #thisisthelife.

Similar branding campaigns have proved hugely successful in other areas including Penrith, Parramatta, Newcastle, the Gold Coast, Melbourne and Brisbane­.

“We know the Coast is a great place to live and we want to spread the message,” Central Coast Council administrator­ Ian Reynolds said.

“The campaign will use real people telling real stories­.”

And that is something Christine Allen has been doing for the past few years with her website and coastalchic Instagram account which has 60,000 followers.

Ms Allen moved from Sydney to Umina Beach three years ago in search of more affordable property.

“We moved up because we couldn’t afford to buy in Sydney and we didn’t want to live a million miles from the beach,” she said.

“We bought the first house we looked at, a four-bedroom house with a pool and minutes from the beach.”

Even the commute to Sydney for work became a positive for the public relations professional­.

“I use the commute time to work on the Instagram account­, so I don’t see it as a negative, Coastal Chic was born out of commuting an hour each way, so it’s been quite productive,” Ms Allen said.

She said the Coast’s lifestyle including­ its food and cultural scene came as a complete surprise.

“It totally surprised me, like a lot of people I was expecting­ it to be a bit daggy, but it’s not at all,” she said.

“It’s on par with Sydney, if not better.”


THE Central Coast Council commissioned formal research to find out people’s perceptions and attitudes towards the region.

The research found recognition of the area was high, people knew where the Central Coast was, and it was identified as an affordable region with a relaxed attitude, but there was a general perception that there was a lack of amenities­.

“We know this is no longer true,” council administrator Ian Reynolds said.

“The Central Coast has changed a lot over 20 years. It is certainly a more vibrant place, with cafes, restaurants, festivals and a growing cultural scene.

“Perceptions have not kept up with reality. Research shows outside the region, there is a view we are a bit of a sleepy hollow with not much to offer except our beaches.

“If you live here and are a proud Coastie, you know that is not the case.”

People can follow the campaign on Instagram @thisisthecentralcoast by using the hashtag #thisis thelife and share what they love about the Coast.

Source: Denice Barnes, Central Coast Gosford Express Advocate


Do you have favorite interview questions that you ask each job applicant at an interview? If so, you’re not alone. Seasoned interviewers develop a short list of best questions that quickly tell them what they need to know about a candidate’s job skills, job fit, and potential cultural fit. I have my best interview questions, too.

My best interview questions focus on the skills I want candidates to have and the contributions that I most want my candidate to make.

They help me assess the prospective employee’s work experience and his or her approach to problem solving. They help me understand how the candidate interacts with people and the work environment.

These best interview questions have a track record of helping me select people who became successful employees. These are some of my best interview questions to ask a prospective employee and your goal in asking each question.


Interview Question: Tell me about your greatest achievement at work.

Goal: The applicant’s answer tells a lot about what the individual values and what he or she considers important. It also demonstrates what the applicant considers to be an achievement.

Interview Question: Describe the work environment in which you will most effectively be able to contribute.

Goal: The candidate’s response tells the interviewer whether their work environment is congruent with the candidate’s needs. The answer helps the interviewer

Interview Question: What kind of oversight and interaction would your ideal boss provide?

Goal: You want to know how self-directed your candidate is. In a company that emphasizes empowerment, for example, a candidate that requires constant direction will not fit. If you know that the boss who is the hiring manager is a micromanager, the self-driven candidate may not succeed. (What are you doing about this boss’s management style?)

Interview Question: Tell me about a time when you had to overcome a major obstacle that stood in the way of you accomplishing a goal or commitment.

Goal: You will obtain a clear picture of the candidate’s past performance. You obtain information about his or her problem solving style and you also learn about what the candidate considers an obstacle. You may also learn about his or her interaction style with coworkers.

Interview Question: What prompted you to apply for this job? What interested you the most about this position?

Goal: You want to know what the prospective employee is most interested in related to your position. The answer will tell you about what motivates the individual and what is important to the applicant.

Interview Question: Why are you leaving your current employer? (If the applicant is employed.)

Goal: The applicant’s response tells you about his or her values, outlook, goals, and needs from an employer. You can determine what prompted the job search.

Interview Question: What are the three most important attributes or skills that you believe you would bring to our company if we hired you?

Goal: The candidate’s answer tells you what he or she considers most important in their skill set. You also learn about how the candidate views your open position.

Interview Question: What are the first three things you would do on the job if you were hired for this position?

Goal: You will gain an understanding of what the applicant deems important, their understanding of the requirements of your job, and how the candidate approaches a new situation.

Interview Question: How would your coworkers at your current job describe your interaction with them and your general effectiveness in your work performance? How would your coworkers describe you?

Goal: You want to understand how the candidate thinks that his or her coworkers view their interaction. You also want to assess how coworkers like working with the candidate. These questions give you an idea about the candidate’s assessment of his effectiveness in his current job and in his relationship with coworkers. Past practice can predict future results.

Interview Question: How would your current boss describe your work and contribution?

Goal: You want to understand how the candidate perceives the support and opinion of his current employer. This question tells you about the candidate’s interaction with his current boss. It also informs you about how he accepts criticism and feedback.

Interview Question: How do you believe that your current skills will contribute to the accomplishment of our company’s goals and mission as stated on our website or in company literature?

Goal: Prospective employees have long been asked to learn about the company to which they are applying. In this Internet age, learning about the company has never been easier. This question tells you if the prospective employee did learn about your company. Further, it tells you if the candidate was thoughtful about his or her potential “fit” in your company and whether she will be able to contribute.

Interview Question: How do you go about continuing to develop your professional skills and knowledge?

Goal: You want to hire employees who believe in continuous development and improvement. Listen carefully to whether the prospective employee pursues his or her own professional development or whether they depend on their employer to provide the development opportunities.

These are examples of the best interview questions to ask as you recruit and interview new employees. You will devise your own list of the best interview questions to ask as you participate in more interviews and experience the success or failure of the people that you hire.

By Susan M. Heathfield


Are you looking for a new position?
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We have got it all for you…
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Spring has sprung, the grass is ris, I wonder where a new job is?

Right here at Jobs On The Coast of course!

Click here to check out our Weekly Update and visit our website for available positions, news and ideas on all things job related. Whether you are an employer, employee or future employee we have something for you.


Yes!  I know what you are thinking (even those of us who love our job do it)…”IT’S FRIDAY”!   At Jobs On The Coast, we have our Weekly Update ready for you to read before the weekend hits!  Whether you are looking forward to a birthday party, a mountain climb, a movie marathon or a night out on the town (or all of the above!) over the weekend, CLICK HERE to get updated with Jobs On The Coast…Friday is here and the time is now!

performance review 4

Performance review… this presents an opportunity for employees to demonstrate their accomplishments and distinguish themselves and their value to the organization. In this challenging economy it is important to use this critical tool to its best advantage as it has significant impact on pay, professional development and, possibly, job security. Here are ten tips to make the process work for you and make it easier for your boss to write you a terrific review.

1. Know Your Role If you are uncertain about any aspect of your job, seek clarification. A great place to start is a detailed list of job duties or, if it is available, an official job description, from your manager or human resources department. If no description exists, use the Salary Wizard® to search for one or two jobs that are close matches to your job. You, along with your manager, can develop an appropriate description from there.

2. Be “Engaged” in the Process Many workers are missing important opportunities to maximize their earning potential by not devoting more effort to their performance review or ensuring that they get a clear explanation of their goals and objectives. Be an active participant in establishing your goals from the start. Focus on key objectives and define a plan that makes sense for you and your employer.

3. Set Goals that are Reasonable and Relevant When establishing goals, make sure they are meaningful. There should be value in doing a particular activity. Each goal must be relevant to the work you do each day and should be mutually agreed upon by you and your manager.

4. View goals as a project plan Make your goals your mission for the year. Keep goals current, track progress and contributions, and update goals as appropriate to reflect any changes in your role or responsibilities. Remember that although goals are set to achieve certain work-based objectives, they can also yield personal rewards in the form of professional and developmental growth and greater earnings potential.

5. Document your accomplishments No one pays closer attention to your work than you do. The annual performance review, and the promotion or salary increase that often goes with it, can be enhanced significantly if you highlight your accomplishments clearly and make a case for yourself. Document your accomplishments along the way and let your boss know when you have reached established milestones. If you reach a stumbling block along the way, seek advice on how to best resolve the issue.

6. Show an interest in additional training If you don’t have access to the tools or training necessary to achieve a particular objective, be sure to ask. Your employer will see that you want to improve the quality of your work and are interested in professional growth. Additional training will make you more valuable to the organization and set you up for the next step in your career.

7. Check-in Have an open dialogue with your boss throughout the year so you have a better sense of where you stand and how your progress is being perceived. Don’t leave all of this discussion for the annual review. Try to conduct brief, informal discussions throughout the performance review period. Taking time to check shows your boss that you are interested in performing well and are working hard toward achieving goals.

8. Share positive feedback Feedback from colleagues and/or customers is also valuable when you are preparing for a review. If someone sends you a thank you via e-mail or on paper, keep it on file. If someone says something complimentary, ask him or her to put it in writing.

9. Demonstrate a Positive Attitude Performance is about results, but some great performers can have bad attitudes. Employers look for employees that produce quality work and are flexible and easy to work with. Think seriously about what your general behavior conveys to those around you. Try to be “likeable” in a business sense by being pleasant, respectful and courteous to colleagues.

10. Utilize Performance Review Feedback When you get constructive feedback during a performance review, listen to it carefully and objectively. If part of the feedback is difficult to hear, try not to appear defensive. Instead, take time to consider what was said and try to make improvements in your work habits to avoid similar comments in the future. Companies value employees who can accept professional guidance.

Source: Maura Pallera, contributing writer.

full moon1

The full moon last night was spectacular and with it, brings new beginnings.

Confucius say…“If you shoot for the stars and hit the moon, it’s OK. But you’ve got to shoot for something. A lot of people don’t even shoot.”  So CLICK HERE to view our Weekly Update from Jobs On The Coast and move towards YOUR next phase…whether you’re looking for a new job, need some ideas on reducing stress in the workplace or are searching for your ideal employee, we can light the way.

employee exc 2

It’s always pleasant (if rare) to find a management tactic that works well and is also easy and even fun. Over the course of my career – both as an employee and a manager – the best way I found to reduce stress and improve productivity was simple: to exercise at midday.

Everyone has his or her own biorhythms, but I found and observed energy and concentration often flagging toward midday. And also noted considerably renewed energy and productivity following a lunchtime workout.

These aren’t simply my own idiosyncratic observations. Numerous studies link exercise to mood elevation and productivity enhancement, as well as more collaborative and tolerant behavior. The benefits of exercise are copiously well documented; the trick is effectively integrating a regular exercise program into a conservative or restrictive work environment.

What form of exercise works best? My answer’s simple: Whatever you like and can easily do in or near the workplace. For me it was usually a 3-mile run. All I needed was a change of clothes and a shower. Many I managed liked weightlifting, walking, aerobics classes, yoga, Spinning and so on. (Personal aside: The only form of exercise that was clearly not for me was Spinning. First, it looks wicked hard. Second, I exercised at least partly to take a break from people barking at me, so the last thing I wanted while taking a break from people barking at me was other people barking at me.)

Here are six common reasons why people can’t or don’t exercise at work, and ways to easily overcome them.

  1. I don’t have time. Sure you do. It may take you 15 minutes longer than a normal lunch hour (maybe even 30 if you have to go a little farther to get to a facility), so work 15 (or 30) minutes later. Chances are in those extra 15 minutes you’ll be more energized and productive than if you hadn’t exercised in the first place.
  2. My boss won’t let me. Tell him or her… data shows exercise enhances productivity, reduces stress, and improves collaboration. Ask for a chance to demonstrate the results, and be sure to over-deliver when providing them.
  3. We don’t have a Fitness Center. It’s great if your company has one, but no knockout if you don’t. Sometimes all you need is a shower. Or you can go to a nearby gym or club. Often your company can get a corporate discount, a trade that helps both teams.
  4. I won’t have time to eat lunch. Nonsense. Eat lunch at your desk while working following your workout. I did it productively for decades. I ate a cheese sandwich or a peanut butter sandwich (fortunately I have a limitless capacity for monk-like culinary boredom), plus an apple or an orange. The main criterion for my lunch was that it could be prepared literally within one minute – no kidding – at about 9 p.m. the night before.
  5. My hair will be a mess. Don’t be too hard enough on yourself. I’m sure your hair actually looks a lot better than you think it does. Note to employees: Of course you’ll use common sense here – no triathlon workouts right before Board presentations. Note to managers: Offer (as appropriate to your environment) flexibility of casual dress and appearance. Your employees will appreciate you for it and likely reward you with loyalty and diligence.
  6. My CEO doesn’t believe in exercise in the workplace… I’m as old school and dinosaurish as they come and I’ve been exercising at work since the 1970s. Note to CEOs: You’ll gain in employee engagement. You’ll gain in recruiting. You may gain in reduced absenteeism and health care costs (though that’s usually harder to document). Plus, dedicated exercisers/athletes tend to be highly disciplined individuals and fine employees. It’ll make your company a cooler happier place.
  7. One final thought: The ability to exercise at work is a benefit and privilege, so you can’t abuse it – all expected work still has to get done. Otherwise, any straight-thinking manager will – and should – pull the plug quickly. But it shouldn’t come to that. Well-managed exercise programs improve the quality of worklife for employees and management alike. And that’s the bottom line. I’d write more, but I’ve got to go for a run.

Source Victor Lipman

nicole beck

Yaaa!  It’s the Olympics and aren’t we doing oarsomely?

At Jobs On The Coast we are running as fast as we can to slam dunk as many jobs, opportunities and information onto our online jobs notice board and pass it on to you.  Click here to see our Weekly Update!  We want to help you land your next employment hurdle with a perfect score for your new job or employee.  So take the leap, dive in (without a splash), go for gold and feel like a weight has been lifted from  your shoulders…it’s all smooth sailing from here!!  Cheering!



business man doing yoga

Employees want to balance work with the rest of the activities they wish to pursue in life. Work balance is especially important to your millennial employees who are used to cramming their days with diverse activities and hours of electronic communication.

Employers are not responsible for providing work balance for their employees, but they can assist the employees to seek and maintain their own work balance. Optimistically, the decisions, policies, values, and expectations in your workplace support employees in their work-life balance choices.

In the best case scenario, these employer choices help you to recruit and retain the superior employees you seek. Here are ten factors that you control that encourage or discourage employee work-life balance.

  • Offer a flexible work schedule. A flexible schedule does not mean that employees can come and go at will, which is a possibility that concerns employers. A flexible schedule policy spells out what the employer means by flexible hours.  In many workplaces, flexible starting and ending times are easy to implement. More sophisticated flexible schedules such as a four-day work week or telecommuting require more planning, but flexible work schedules are a cornerstone for work balance.  My favorite example involves a New York City online publishing company that allows employees to telecommute two days a week. With employees living in Brooklyn, New Jersey, and all over the other boroughs, this company policy saves employees hundreds of hours of commuting time and expense. It also enables them to have additional time for all of life’s needs.
  • Offer paid time off (PTO) in lieu of traditional paid sick leave, paid personal days, and paid vacation. A paid time off (PTO) approach treats employees like adults who are capable of making decisions about how, when, and why to use the paid time off supplied by the employer.  In a PTO system, neither employers nor employees need to worry about accounting for how the time off was spent. This eliminates confusion and the need for additional policies such as defining what constitutes a sick day. Yes, I realize that there are downsides to PTO, but not in terms of work balance.
  • Allow only limited carry over of paid time off (PTO) into anther calendar year. If the goal of paid time off is to encourage employees to do just that – take time off – paying employees for the time is counterproductive. Even if employees want to donate the value of their paid time off to a charity or a coworker who has used his or her time up for valid reasons, these actions do not encourage the work balance and rejuvenation employees need.
  • Managers and senior managers need to model the work balance they’d like to encourage for their employees. When a manager uses PTO to take a vacation yet responds to email as if she is in the office, this sends a powerful message to employees about whether they need to do email while on vacation. The actions of senior leaders are heard and observed by employees. When a senior manager calls in for unimportant meetings while out-of-the-office, employees get the message. It affects their personal choices for work and life balance.​  With employees electronically connected to the workplace 24 hours a day, 7 days a week, in the office or out, work and life balance is a challenge. Set up the expectation, in your workplace, that when an employee leaves for vacation, it is okay to send an email that says he is on vacation with limited access to email. Honor the employee’s PTO by not contacting him unless it is truly an emergency.​
  • Allow employees to take unpaid leave as needed for life cycle needs. Employees have serious, life-changing events, emergency family needs, and desires to explore life and career opportunities. While the 12 weeks required by the Family and Medical Leave Act (FMLA) and employer leave policies that existed prior to FMLA, cover many events, they’re not always sufficient. I have known employers to allow employees to take an unpaid leave of absence for activities and events such as:

–the premature birth of a baby who is hospitalized for an extended time period,
–nursing a parent with a serious illness in another state,
–settling a relative’s estate in another state,
–extending maternity leave for an additional 4-8 weeks,
–exploring moving to a new location with a spouse without burning the bridge to current employment,
–attending grad school full time to complete classes that were only available during the day, and
–attending online grad school in another state for the four required two-week onsite sessions a year.​

  • Sponsor employee and family events and activities monthly to encourage team building, friendships among employees, and inclusion of families in work events. At the same time, schedule some of the events for adults only. Provide babysitting at the event or elsewhere, if it will encourage employee attendance.  Bowling, picnics, outdoor movies and bonfires, game centers, ice skating, sports events like a baseball or football game, a hay ride, and interaction with a company favorite charity’s event are all appropriate for families. (On a side note, the relationships that employees build encourage them to stay with your company and in your region.)​
  • Expect employees to work hard, work long hours, and weekends, but not all of the time. It’s okay to expect employees to work long, hard hours during the push for a timely product release, for example, or at a trade show. But, employees can’t sustain an extraordinary level of energy and long overtime hours as a constant work expectation. Employees will check out, burn out, and / or leave if long hours and extraordinary effort are the norm. Don’t confuse commitment, engagement, and dedication with 60-70 hour weeks.​
  • Allow some cross-over of life needs into the workplace and vice versa. Shopping online at a sale while at work is often mitigated by the employee responding to emails at 10 p.m. You don’t want to encourage your employees to talk with their children while at work. Nor do you want to encourage employees to use online time during the work day for personal reasons.  But you need to recognize that for many, especially professional employees, the line between work time and life time is no longer distinct. Would you prefer that the employee take a half day off to do his holiday shopping or spend twenty minutes making a quick purchase online? Or, do you want a mom has to leave early most days to make sure her children got home from school?  Do you really want to monitor whether an employee is posting a joke on Facebook or avidly recruiting potential staff for your open position? You can trust adult employees to make good choices. Deal with the individuals who don’t – individually.​
  • Offer the opportunity for employees to job share or work part-time. Employers tend to believe that every job is a full-time job, but not all jobs need a full time employee. Consider the talent that would be available to your organization if you hired employees for part time hours.  With the appropriate two people, job sharing can also work effectively for employees who you want to retain while they start families or home school, for example.

Creative employers and employees will think of more ways that employers can support employees in their quest for work-life balance. Start with these ten ideas to take a giant stride to support your employees in their efforts to fully participate in all aspects of work and life.



Today is the day Central Coast!  If you haven’t found that perfect job or employee YET…click here to read our Weekly Update from Jobs On The Coast.

You can view our latest jobs, news and opportunities PLUS you can share them with friends!  As Mark Twain once said “The two most important days of your life are the day you are born and the day you find out why”.  That day could be TODAY – so don’t delay – the only thing that separates your dreams and your reality are the ACTIONS you take!

woy woy station

Between them brothers Peter and Albert Scott have clocked up close to a century of working for the State’s rail system and this year they both retire.

They were working on the NSW railways when steam trains were still puffing along the tracks and weekly train tickets were stamped with an “M” for male and an “F” for female.

Peter hung up his ticket seller’s cap last Friday after almost 44 years with NSW railways – ironically just 10 days before paper tickets are phased out forever in favour of Opal cards.

His brother Albert is due to pull the plug on his 52-year railway career in September­. At one stage they were two of four brothers all employed by on the State’s railways with Robert (now deceased) and Darrell each clocking up around seven years of service before moving on to other careers.

Peter signed up in 1972 as a trainee engineman but moved on to customer service roles at various stations. He has been the friendly face behind the ticket window at Woy Woy station for 35 years.

“I had mixed feelings when I finished up just ahead of the end of paper tickets,” he said this week.

“It is the end of an era and I know many of my customers will miss having someone behind that ticket window but I’ve had a wonderful career­.”

Peter has had his share of cranky customers and was even held up at gunpoint at Asquith station almost 40 years ago, but said he had made some “fantastic friendships” with colleagues and customers over the years.

“That robbery still makes my hair stand on end when I think of it,” he said.

“I was forced under the ticket counter with a gun pointed at me and really thought I was going to die.

“But there are just as many fond and funny memories­.

“I recall that in the days when weekly tickets used to be stamped with an ‘M’ for male and an ‘F’ for female, I had one foreign couple who used to travel, he with the ‘F’ ticket and she with the ‘M’ ticket.

“I told them they should change tickets with each other – but they told me they thought the ‘M’ was for mumma and the ‘F’ for father. It was very funny at the time.”

Albert joined the railways in 1964 at the age of 14 as a trainee engineman, eventually becoming a driver. He has worked on steam, diesel and electric trains over the years, with his favourite being the 81 class diesels.

“It’s been a fantastic career,” he said. “I remember us boiling our billy and cooking our snags and steak on a shovel in the firebox.”

Albert’s retirement plans include a lot of fishing and spending time with family while Peter wants to travel overseas with his wife Karen.

The family’s association with the railways continues with Albert’s son Trent a guard with Sydney Trains.

Source Terry Collins – Central Coast Gosford Express Advocate


The sun has been shining and the warmth in the air brings a spring to your step.  Let the good times keep rolling and let us help you achieve your employment goals by clicking here and checking out our Weekly Update here at Jobs On The Coast.

If there is one thing Homer Simpson got right it was saying  “All my life I’ve had one dream, to achieve my many goals.”…  so set them and go get them!